GRI 402: 労使関係 (Labor/Management Relations)

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GRI 402: Labor/Management Relations 2016 sets out reporting requirements on the topic of labor/management relations. This Standard can be used by an organization of any size, type, sector or geographic location that wants to report on its impacts related to this topic.

Background

In the context of the GRI Standards, the social dimension of sustainability concerns an organization’s impacts on the social systems within which it operates.

GRI 402 addresses the topic of labor/management relations. This covers an organization’s consultative practices with employees and their representatives, including its approach to communicating significant operational changes.

An organization’s consultation practices are expected to be aligned with relevant international norms and standards.

Collective bargaining can play an important role in an organization’s consultation practices. Collective bargaining refers to all negotiations which take place between one or more employers or employers' organizations, on the one hand, and one or more workers' organizations (trade unions), on the other, for determining working conditions and terms of employment or for regulating relations between employers and workers.1

These concepts are covered in key instruments of the International Labour Organization and the Organisation for Economic Co-operation and Development: see the References section of this Standard.

The disclosures in this Standard can provide information about an organization’s impacts related to labor/management relations, and how it manages these impacts.